28.04.2026 Sabrina Ludwig 156

How Office Dogs Can Strengthen Your Team and Employer Branding

A friendly dog in the workplace can have a greater impact than many a team-building seminar. As part of her bachelor’s thesis at FOM University of Applied Sciences for Economics & Management, Simone Gaubatz surveyed eleven companies and discovered that it all depends on how the dogs are “deployed.” When they are, they are more than just a perk and help foster a positive team culture.

Text: Simone Gaubatz, Animal-Assisted Intervention Specialist and Dog Trainer

In many large companies, an issue is gaining prominence that may seem frivolous at first glance but, upon closer inspection, has tangible effects on health, teamwork, and employer appeal: office dogs. 

In my bachelor’s thesis,“The Integration of Office Dogs into the Workday,”I examined how the presence of dogs affects employee well-being, stress management, and job satisfaction.

More than just a nice perk

The results show that, when implemented correctly, office dogs can be more than just a nice perk—they are a tool for concrete prevention and team building.

Below, I summarize the key insights, opportunities, risks, and practical steps for implementation—from the perspective of consultants at large companies and EAP service providers such as pme Familienservice.

Office dogs help reduce stress

The study combines a systematic literature review with eleven qualitative expert interviews. This paints a clear picture:

Brief interactions with dogs—such as petting them, taking short breaks for a walk, or spending a moment together at work—promote relaxation and help reduce acute stress. Biologically, this effect can be explained, in part, by the release of oxytocin, which promotes bonding and a sense of calm.

Studies in psychology and neuroscience that I cited in my thesis demonstrate similar effects: Interaction with dogs can enhance periods of relaxation and improve emotional stability .

Office dogs serve as a social catalyst, especially in large organizations

At the team level, office dogs act as social catalysts: they create informal spaces for interaction, facilitate conversations between employees from different departments, and thereby strengthen social cohesion.

Especially in large organizations, where formal communication channels are often slow, a dog can create informal opportunities for interaction that foster trust within the team and thus facilitate collaboration and problem-solving.

Simone Gaubatz with her office dog (Photo: Simone Gaubatz)

A plus for employer branding and recruiting

Pet-friendly policies are becoming an increasingly prominent benefit for employer branding and recruiting.

Younger target groups and job candidates who value work-life balance, in particular, view such offerings positively. The study shows that companies with a well-thought-out dog policy can increase their appeal in the job market.

Risks and Limitations – What Companies Should Be Aware Of:

Despite the positive effects, office dogs are not a panacea. Research and interviews make it clear that: 

These positive effects are only reliably observed under certain conditions. Without clear rules and without taking health or organizational considerations into account, dogs can also become sources of stress.

The main obstacles include:

Similarly, choosing unsuitable dogs or failing to provide proper training can lead to conflicts.

Companies that treat this issue superficially risk customer dissatisfaction and legal problems, such as liability issues or the absence of clear hygiene standards.

Practical Implementation in Large Companies – A Guide

The bachelor's thesis shows that the successful introduction of office dogs in large organizations should be approached as a change project—one that is participatory, rule-based, and subject to evaluation.

Important steps that have proven effective in practice include:

1. Needs Assessment: 

First, conduct an anonymous survey (to gauge allergies, concerns, and general attitudes), and involve the works council, HR, and occupational safety. This is the only way to determine whether and to what extent a dog policy is feasible.

2. Pilot phase: 

A limited-time trial period in a suitable department with clearly defined rules and a designated point of contact. This allows for the measurement of outcomes and the early identification of conflicts.

3. Rules: 

Required documentation (vaccination status, liability insurance), rules regarding dog behavior, the maximum number of animals allowed per area, cleaning and hygiene standards, and procedures for handling incidents (e.g., barking, aggression) must be mandatory.

4. Infrastructure: 

Designated areas for employees who do not own dogs, dog-friendly zones, cleaning facilities, and a clear workplace layout are essential.

5. Selection and onboarding: 

Not every dog is suited for the office. Socialization, temperament, and training level are key factors; trial periods help identify potential issues early on.

6. Communication and Training: 

Information sessions, employee guidelines, and clear escalation procedures help reduce uncertainty and anxiety.

7. Monitoring and Evaluation: 

Regular evaluations (qualitative and quantitative) of employee satisfaction, disruptive factors, and incidents—this is the only way to adaptively refine the policy.

Source citation

The findings and recommendations presented here are based on the bachelor’s thesis“The Integration of Office Dogs into the Workday: An Analysis of Maintaining Employee Mental Health and Increasing Employee Satisfaction”(Simone Gaubatz, FOM University, submission date November 21, 2024), supplemented by the studies and academic sources from psychology and human-animal interaction research cited in the thesis.